Pay Equity: Closing the gender gap Employment equity legislation assed in the 1980's is now starting to ve a ripple effect in the Canadian workforce. For the first time in his- tory, many employers are having to sit down and negotiate what is consid- ered as equal pay for equal value. In Ontario, where provincial legis- lation was introduced in 1985 by an NDP influenced minority Liberal gov- ernment, for the first time public and private employers with more than 10 employees must establish a pay equity system. By January 1990 employers with more than 500 employees had to notify their employees of a pay equity system. Today women in the general work- force earn less than 66% of men’s wages on a nationwide average. Although legislation for equal pay for equal work performed has existed since the 1950’s, employment equal- ity laws have been sadly lacking. Through the decades, union agree- ments have fought hard to bring up the wages and working standards of all employees. However, there have often been oversights in the establish- ment of wage categories which affect women in unionized work forces and non-union sectors at large. IWA-CANADA representative Bob Navarretta of Toronto, who has helped develop a Pay Equity guideline book for union members, says the legisla- tion, from a positive point of view is a big step towards creating equality in the workplace. “For the first time we are able to compare jobs that are completely dif- ferent in nature and break the jobs down into their very fine compo- nents,” says Brother Navarretta, who has also completed a course spon- sored by the Ontario Pay equity Commission. In Navarretta’s opinion the pay equity experience in Ontario is going to become a trend that will eventually be followed by the rest of the country. Since 1986 a Federal Employment Equity Act has been in effect which stipulates that any institution with 100 employees or more which bids on federal government contracts of $200,000 or more, must set up a pay equity system. The intent of the federal legislation has been not only to prevent wage dis- crimination based on gender, but to establish pay equality for aboriginal people, the disabled, and visible min- orities as well. This month in Ottawa provincial ministers of labour from across Can- ada are scheduled to meet for the second time to discuss pay equity legislation. In 1991 private employers in Ontario with between 100-499 em- ployees will have to seek pay equity agreements. In 1992 employers with 10-100 workers will have to introduce the pay equity system. One major area of contention for the Ontario Federation of Labour and other interest groups has been the exemption of companies with less than 10 employees. However, since initial protests, a special committee within the Pay Equity Commission itself has recom- mended amendments to the Act to include all employees. © Bob Navarretta, IWA-CANADA Staff Representative “Whatever is negotiated during pay equity talks can’t be used to upset what goes on during the course of regular collective bargaining,” says Navarretta. As a tactic, most trade unions in Ontario are seeking resolution of pay equity issues before collective bar- gaining takes place. Then after a worker's wage is improved, further increases can be seen in across-the- board increases or general increases in subsequent collective agreements. “The labour movement in Ontario is on track with the bill and will be pushing for the maximum benefit from it,” adds Brother Navarretta. He also says that once sectors of the public understand the pay equity issue, they will begin to seek organi- zations to represent them. At present, IWA-CANADA is in- volved in 15 sets of pay equity talks in Ontario. Early problems faced by the union include getting a proper base of comparison for some jobs and dis- agreements with employers as to what the size of their employee population is. Companies are also trying to find ways of circumventing their obliga- tions under the legislation. However, it looks like a one-way street. The awareness of the pay equity issues is growing. In British Columbia, where no such legislation exists, such major trade unions as the B.C. Government Employees Union and the Hospital Employees Union are seeking pay equity talks. Since 1980, women work- ers’ wages have fallen by more than 5% in relation to their male counter- parts. The issues of sex discrimination are inherent to the workplace. For the first time jobs are being evaluated from a gender neutral perspective. The labour movement, which has always been the most progressive sec- tor in society, is gearing up to go further in the struggle for pay equity. Local Union supports Unemployed Action Centre NEW WESTMINSTER, B.C. — More than eight years after its estab- lishment in the depth of the early 1980's recession, [WA-CANADA, Local 1-357 continues its commitment to a local unemployed action centre. The centre, operated by the New Westminster and District Labour Council, has remained open long after most of the labour movement in the province has pulled out of such participation. Labour Council President and Local 1-357, First Vice-President Joe LeClair says that the need for sup- porting the centre is just as impor- tant today as it has been in years past, although the centre may not be as important to labour unions as it was in the early to mid-1980’s. Brother LeClair says the labour community in the area has a great amount of enthusiasm to maintain both financial and voluntary support. Local union member Ralph Mac- Millan, now a full-time staffer at the centre, has been involved in one way or another at the centre since 1982. Presently Brother MacMillan serves as the centre's counsellor providing help for people with Unemployment ~ Insurance claims, the Provincial Lab- our Standards Act, and Ministry of Social Services and Housing Appeals. Among other things he also assists people with unemployment insurance appeals, and provides help at Canada ion Disability hearings. “What you become is a Business aaa for the unorganized,” says ‘The B.C. Federation of Labour had totally withdrawn all funding for such facilities by the end of 1986. At one time there were 30 active centres across the province, operating on a budget of $1.2 million annually. Brother MacMillan says that cen- tres in outlying rural areas were an excellent opportunity for the labour movement to create ties to those com- munities. They provided a solid link between organized and unorganized workers. As a project of the New Westmin- ster centre, a monthly food bank is provided for needy recipients. Funded largely by donations from the labour movement, the food bank has helped those unemployed and in desperate need. “Food banks and unemployment action centres have always gone a long way to destroy the myth that all labour unions are greedy and self serving,” says MacMillan. Other support for the food bank comes from community donations and some corporate sponsorship. Brother MacMillan says the Campbell Soup Company has been particularly help- ful in the donation of non-perishable food items. In addition church groups have helped out. The food bank is situated in the bottom of New Westminster, Sixth Avenue United Church. The operating budget of the Food Bank project is about $110,000 per year. The recent changes to the Unem- ployment Insurance Act should cre- ate new activity for the food bank and centre. According to the Canadian Labour Congress, approximately one third of applicants for Unemployment Insur- ance in a 12 month period will be denied benefits. Many of those turned down will turn to the provincial welfare roles and food bank. All over the country food banks will be seeing more people. “The government is not living up to its responsibility to look after the people,” says MacMillan. Although he acknowledges that some people think that food banks are a prop-up to the government, MacMillan dismisses such critics and points to the undying need of such centres. Many unemployed families, disa- bled people and single unemployed rely a great deal on such assistance to survive. MacMillan calls the Federal Gov- © At the New Westminster food bank are (I-r), Local 1-357's Ralph MacMillan, and ernment’s unemployed statistics a “fairy tale” figure. Statistics Canada’s unemployment figures are derived from a random household sampling process. If a per- son says that he or she works only one day a month then Stats Canada con- siders that person employed. “It’s a double standard,” says Mac- Millan. “Because people must work 15 hours per week if they are to be considered for Unemployment Insur- ance.” In addition Stats Canada does not consider an individual unemployed if they are not looking for work. “Seasonal Adjustments” to unem- ployed figures are also misleading according to MacMillan. J volunteers John Blanchett, Eleanor Goodridge, and Helen Blanchett. LUMBERWORKER/MARCH, 1990/11